Good pay. Good people that care about their work and the company. We are actually contributing to the community by providing electricity, a vital resource to society.

Cons

Operational excellence (OpX) means layoffs. If you are thinking about coming to work here, please reconsider. Layoffs are happening throughout the company as our leaders prepare for major changes in our industry.

Advice to Management

You are doing what is necessary to keep this relic of a company alive. I only hope that as you sign off on all these layoffs you take into consideration your own situation. Will you make any concessions as others in the company are being shown the door? Also, as you go through this OpX exercise, please take a close look at all employees. Some of the most incompetent employees are directors and VP's not to mention managers.

Let's be honest. The benefits/compensation account for 1 of the 2 stars I gave them. They are 10-15% (some cases, 25%) higher in compensation than most any other company (forget industry alone). However, senior management knows that too. In the company, it's called the golden handcuffs. Guess what? You want to find another entry level "Analyst" position that pays 65-70k + 8% bonus!? ha! good luck. Don't believe me, just validate that with Glassdoor. So what heppens is that then people become entitled. This is also with the executives who get bound to a company solely because they are not competent nor accomplished enough to work elsewhere in a similar capacity. I don't know many non-tech companies that pay Senior Project Managers north of $120k + 15% bonuses. Sure, I love the paycheck, but I am now learning there is more to life than dollars and cents. Trust me. Or don't, come and work here, be overpaid, and hate your job/life. I myself am looking and luckily, I can take a 15-20% paycut and not lose my home; but at least I can work for a company that I believe in and am proud to work for. The second star is for the fact that you can literally never get fired here. You literally have to lie, cheat, steal, or hit someone to possibly be considered for a suspension. You may say, great! That's awesome news, job security. Well guess what, every company, large or small hires a few knuckleheads or lazy people right? Well, extrapolate that for a Fortune 500 company like SCE and you get a LOT. To add insult to injury, overpay them too so they'll never leave. This company is so scared of lawsuits and terminations, that they do not get rid of underperforming or incompetent employees. They will either slap them on the hand and say never ever do that again or move them to a menial job so they'll quit on their own, or worse, promote them. Okay, stop laughing...it's true! In summary, good pay/benefits although given how they recently stuck it to the Union, we'll end up getting what they get, so it's unlikely the benefits are staying. With bonuses, we have little control so it truly is hit or miss, so most smart employees don't plan on ever getting one. Whatever you get, you get.

Cons

Where do I start? Well, let's talk culture/values/ethics. There is a lot of posters, talks from executives, and emails about how important the values are for edison. Publicly available, our values are supposed to be Integrity, Continuous Improvement, Teamwork, Respect, and Excellence. The big issue I have is with Integrity. We have a huge Ethics and Compliance Code and department that investigates issues and concerns. I have seen countless occasions where employees are let off the hook (namely senior managers/executives) for inappropriate behavior, remarks, you name it. Clearly, I can't cite specifics on Glassdoor, however, the integrity here is absolutely non-existent, from the HR group to the executives. I heard of a work location where a manager was creating a terrible work environment with employees having examples and witnesses to various incidents. What happened? You guessed it, absolutely nothing. That manager as of this review, is still there. Have we really learned from Rivergrade? Aside from them not doing anything, I honestly, cannot work for a company that believes in fostering a negative work environment where 80%+ employees despise coming into the office. It's one thing if executive management/HR didn't know, but it's horrible to think that they do know and choose not to do anything about it. That to me, is the worst thing you can do. Don't even get me started on their "Annual Performance Reviews"...picture a perfect Bell Curve. 80% of employees MUST fall into the middle rating of a C-/C/C+. 10% must get NI's (Needs Improvement) and 10% will get E's. They have calibration which should be to ensure that two folks in two locations with the same job title are consistently rated. Instead as you move up the food chain, it becomes a "macho man" match on who can put their employees in the 10% and god forbid we actually do have an "E" employee. Typical responses include: "Too bad, we already have 10% of E's, so they only get a C+ regardless of if they really do deserve an E." And when you try to defend with specific accomplishments, the response is: "That's part of their job, so no E!" haha! Really? You must literally walk on water to even get a C+ and the bell curve is unspoken of and denied at the upper levels, but it lives. Oh and pull up a job listing, see that line: "Performing other duties and responsibilities as assigned."? Yeah, you can thank HR's legal team for throwing that nice nugget in there. So that said, if we honor that, how can an employee ever go "above and beyond"? They can't because everything falls into your job description. Let that sink in for a minute. Got it? Okay, so we all feel like a mouse on a wheel and they are dangling an E in front of us. To the employees and recent employees who read this: Know that you're not alone and remember what your purpose and passion is in life. Respect yourself and know the company you work for. Red tape and bureaucracy is everywhere, but when things go bad, ask yourself why and what the company is doing about it. Be grateful for what you have but we need to break free from the golden handcuffs and realize that while money is important to live and provide for our families, it should never be the sole reason to work yourself to the bone. It's not worth it and soon this company will be left with the folks they chose not to deal with and will realize where their best talent went.

Advice to Management

Operational Excellence (OpX as it's infamously known) is here. Let's talk IT outsourcing. Now, as executives, I'm sure you all ran the numbers on the millions you think you are saving, but let me advise you from the actual folks working the front lines and need that IT team you "reduced." We call, we get India. Okay, so they got smart, instead of india, let's send them to some american guy in Cincinnati who has ZERO idea of any of the applications we use...but at least they're understandable.Now, no knock on Tata of India, they're doing what they do to make money off US companies like SCE, so respect to them, but I really wonder if our CIO said, hmmm, we're saving $X millions of dollars, great! My boss is going to love this, but wait, let me do some research on how much additional time AND productivity lost will cost me by going offshore. 15 minutes here, 15minutes there, given our grandiose hourly rates, they start adding up doesn't it? I've literally spent 2 hours on phone calls with IT within the first week of the transition. Conservatively, assume an avg hourly rate of $30/hr (some make more, some make less), that's $60 spent (more with benefits etc), plus the lost productivity of those 2 hours. Now, assume 80% of our 14,000 employees experienced the same time loss. I'm no math whiz, but that's $672,000 in wasted wages plus some other cost of lost productivity. I just cut into your "millions" in savings in 1 week. ouch. Now a few months into it, I wonder what that number is no? Like someone else said, I give it about 2-3 years before we start hiring back the same IT staff we let go. Now to the C-level stuff. Let me try and open your minds a bit. The traditional utility model as we know it is evaporating and think everyone in the C-Suite and VP-level can agree with that statement. Yet our company continues to email us directives and decisions based on "benchmarking data with other similarly sized utilities across the country." Now, I don't have a degree from MIT, CalTech, or Harvard, nor did I work for McKinsey or Bain so bear with my simple mind: Why do we continue to compare ourselves to a company in an industry that we all agree is becoming obsolete? For the simple folk, it's similar to if Circuit City benchmarked themselves against Best Buy rather than Amazon--and we all know what happened to Circuit City. We should be benchmarking ourselves against the companies set out to disrupt the energy market as we know it and other major companies that are taking our customers off the grid and eliminating ANY need for a utility. In summary, don't be a Circuit City.

Decent pay and bonus, very talented and hard working employees trying to make the firm a better place.

Cons

Slowly but surely taking away pension and benefits. Bain always there resulting in continued reduction of force. Keep employees on edge. CEO and President both hatchet men. Many serious errors during CEO time.

Advice to Management

Lead by example. Take a pay cut and feel some of the pain that you inflict on employees.

I have been working at Southern California Edison full-time (More than 5 years)

Doesn't Recommend

Negative Outlook

Disapproves of CEO

Doesn't Recommend

Negative Outlook

Disapproves of CEO

Pros

Great benefits and pay; work with great immediate peers and co-workers; good opportunities for growth and advancement

Cons

Company is constantly reducing workforce; unstable work environment; no trust in senior leadership; no trust in HR Leadership; many HR processes don't make sense and ruin partnerships with internal clients; standard vacation for new employees is two weeks which isn't competitive; too much favoritism with certain employees.

Advice to Management

Operational Excellence is a joke. Management should recognize that they have good employees and its the processes that are not "operational excellence".

Decent pay and benefit; work-life flexibility; regulatory based rate of return so not affected much by management performance; great fitness center to promote healthy living

Cons

Senior Management that lacks integrity, truthfulness, and full of greed. Used to be led by a great group of leadership until 2010ish, then it all went to hell. Constant staff cut (not the senior management), outsourcing (which never goes well), and influx of "family and friends" appointment from now-bankrupted and sold-off EMG instead of actual competent and loyal employees to SCE. Very deep and widespread resentment and disengagement by employees, now spreading to mid-management as well.

Advice to Management

This is a public utility company that is deeply rooted in the community for a long time. Stop the delusion that you can run this like a hedge fun in Wall Street. Learn to appreciate your employees, not through your empty words but through your actions.

The company has provided Great benefits and salaries. We called it the golden handcuffs. A pulse was development of employees teamwork and quality service to customers.

Cons

Ethics is used to protect the company rather than reviewing a complaint and being honest in handling appropriately. Many promotions are scams and manipulated.

Advice to Management

Lead by example....people talk and know what goes on behind closed doors. Quit eliminating officers who understand a utility. Handling of capital projects and maintenance is being disregarded. The future will bring many outages to the customers. The direction Edison is going is a tragedy because of managements lack of true leadership. Things will not get better because there is no care about employees.

The best parts of working here include work-life balance, predictability, and perks like going to the gym and working from home on occasion. A few groups even get every other Friday. Pay raises are fairly predictable based on where you fall on the internal salary scale. Once you get to the top of the scale though, pay raises are unlikely unless you get promoted which can take a long time in some cases.

Cons

The job stability expected of a major utility can no longer be taken for granted. Management has been relying heavily on consultants to guide expense reduction initiatives which include employee count reduction. The utility has been slow to make decisions and implement though so there the workforce reduction has been ongoing for several years so far. A lot of other 'initiatives' like pay for performance are announced though years go by with little to no change.